Motivation Through Three Lenses: Self, Direct Reports, and Teams - by Dr. Peggy Marshall
Motivation is one of the most talked about phenomena and possibly the least understood. It becomes even more complicated when viewed through the lenses of self, direct reports, and teams. Some of the motivators are the same for all three and yet some are very different. First, let us start by defining motivation. For about the past 50 years, Deci and Ryan have been the definers of motivation through the lens of Self Determination Theory which focused on the levers of intrinsic and extrinsic motivation. A simplification of the distinction between intrinsic and extrinsic motivation comes from Gagne and Deci (2005) as they positioned intrinsic motivation as autonomous motivation and extrinsic motivation as controlled motivation. Those two words are extremely significant as we move forward with this article on motivation as choice becomes center stage when we are working with ourselves and others on motivation.
No discussion of motivation would be complete without addressing the process of change along with the “why” for the change. Norcross in “Changeology” shares that we need to be “psyched up” about the change to pursue it. Many authors agree with his thinking with regards to the need for emotional alignment with the new behavior as we need to want to make it happen for it to happen. Sinek in “Start with Why” Simon Sinek shares that we need a strong “why” to begin the process of change. Think about New Years resolutions, most of which have been forgotten by now, maybe even yours. Many individuals in setting a New Years resolution start with “what” they are going to do. If their “what” is not aligned with a strong “why”, it will make the process more difficult, potentially frustrating and lead to giving up.
Changing the World One Coach at a Time
ENROLL TODAY - NEW PEAK PERFORMANCE TRACK!
OR CALL (800) 973-5207
